Director, Employee Exp– Strat & Ops

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Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

Professional

All Job Posting Locations:

Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, West Chester, Pennsylvania, United States of America

Job Description:

DePuy Synthes is recruiting for a(n) Director, Employee Experience – Strategy & Operations, located in Raynham, MA or West Chester, PA or Raritan, NJ.

The Director, Employee Experience – Strategy & Operations will lead complex, enterprise-wide people initiatives that shape how employees experience organizational change, new technology, operating models, and ways of working. This role combines strategy, program leadership, change management, communications, and employee experience to translate business priorities into practical programs that employees and leaders can successfully adopt.

Key Responsibilities

• Lead enterprise people initiatives from strategy through implementation, including HR technology deployments, organizational redesigns, new ways of working, and policy or process changes.

• Provide end-to-end program and project leadership, developing clear charters, workplans, timelines, budgets and governance models.

• Coordinate complex cross-functional programs across HR, IT, Finance, Communications, and business teams, ensuring dependencies, risks, decisions, and accountabilities are actively managed.

• Develop and execute change and adoption strategies using structured change-management approaches such as Prosci/ADKAR or Kotter, including stakeholder analysis, change-impact assessments, readiness planning, and resistance management.

• Partner with Internal Communications and senior sponsors to build compelling change narratives, leadership messaging, communication plans, and practical toolkits that equip managers to lead employees through change.

• Design employee and leader enablement plans, including readiness activities, training strategies, resources, and ongoing support needed to successfully adopt new processes, technologies, and ways of working.

• Establish meaningful measures of success, including adoption measures, employee pulse surveys, experience KPIs, program performance indicators, and ROI measures, and translate results into clear insights for senior leadership.

• Create scalable governance, change-management, and PMO standards that can be reused across People initiatives to improve consistency, efficiency, and execution.

Qualifications

Education

• Bachelor’s degree required.

• Advanced degree in Human Resources, Organizational Development, Business Administration, change management, or a related discipline preferred.

Experience and Skills

Required:

• 8-10+ years in project/program management, with at least 3-5 in organizational change or HR transformation

• Experience working within a global and/or highly matrixed organization.

• Demonstrated success leading large, complex initiatives involving multiple functions and senior stakeholders.

• Experience developing and executing structured change-management and adoption strategies, including stakeholder, impact, readiness, and resistance planning.

• Strong program-management capability, including experience managing integrated plans, budgets, dependencies, risks, issues, and governance.

• Demonstrated ability to influence and build alignment with senior leaders and cross-functional partners without relying on direct authority.

• Strong structured problem-solving and facilitation skills, with the ability to navigate ambiguity and competing priorities.

• Ability to use qualitative and quantitative data to develop clear recommendations and compelling, senior-leadership-level narratives.

Preferred:

• Experience leading HR transformation, HR technology, organizational design, employee experience, or enterprise ways-of-working initiatives.

• Experience partnering closely with HR, IT, Finance, Internal Communications, and business leaders on enterprise transformation programs.

• Familiarity with recognized change-management methodologies such as Prosci/ADKAR or Kotter.

• Experience building employee listening, adoption measurement, pulse survey, experience KPI, and benefits-realization approaches.

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